Structural validity and measurement invariance of the Psychological Career Resources Inventory Short Form as a predictor of career satisfaction

Coetzee, Melinde; Lill, Xander van; Bester, Marais

doi:10.1080/14330237.2022.2075550

Cited by 4 publications

(7 citation statements)

References 48 publications

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“…Examples of items included ‘I am satisfied with the progress I have made towards meeting my goals for advancement’ and ‘I am satisfied with the progress I have made towards meeting my overall career goals’. A South African study by Coetzee et al (2022) reported high internal consistency reliability for the CSS.…”

Section: Methodsmentioning

confidence: 95%

“…Individuals feel satisfied with the career success achieved, the progress they made towards meeting overall career goals, and goals for advancement, income, and skills development (Greenhaus et al, 1990; Matsuo, 2022; Spurk et al, 2015). Research shows that career adaptability, career planning, and goal-directed career behaviour enhance career satisfaction (Coetzee et al, 2022; Johnston, 2018). Positive associations between constructs of career adaptivity, career adaptability resources, and psychological modes of career adaptedness such as job and career satisfaction are also evident from research (Jawahar & Liu, 2017; Johnston, 2018; Tokar et al, 2020).…”

Section: Career Satisfactionmentioning

confidence: 99%

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To what extent do career agility and psychological capital activate employees’ career adaptability and foster their career resilience and career satisfaction?

Coetzee,

Mbiko,

Nel

2023

South African Journal of Psychology

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The present study drew from the career construction theory of career adaptation and assessed the extent to which career agility and psychological capital (as psychological states of adaptive readiness) activated employees’ career adaptability resources and fostered their career resilience and career satisfaction (as modes of career adaptedness). A sample of ( N = 412; mean age = 38.79 years) Black African employees in the public services participated in the study. Correlational statistics showed positive associations between the study variables. Mediation effects highlighted technological adaptivity, agile learning, optimism, and hope as activators of career concern, career control, and career curiosity, which in turn boosted self-reliance, personal resilience, and work resilience. Psychological states of career agility and psychological capital had also direct effects on the career adaptedness modes of career resilience and career satisfaction. The findings enriched career adaptation theory and have utility for organisational career development practice in the public services.

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Section: Methodsmentioning

confidence: 95%

Section: Career Satisfactionmentioning

confidence: 99%

To what extent do career agility and psychological capital activate employees’ career adaptability and foster their career resilience and career satisfaction?

Coetzee,

Mbiko,

Nel

2023

South African Journal of Psychology

Self Cite

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“…Both career resilience and career satisfaction reflect an agentic mode of optimal functioning denoted by individuals' positive appraisal of their careers in a work context. Research further indicates positive associations between psychological career resources, career resilience, career success and career satisfaction (Coetzee et al, 2022b;Han et al, 2021;Peeters et al, 2022).…”

Section: Career-adaptive Attributes Of Career Self-reflectivenessmentioning

confidence: 99%

“…Examples of items included: 'I am satisfied with the progress I have made towards meeting my goals for the development of new skills'; 'I am satisfied with the success I have achieved in my career'. The CSS has proven internal consistency reliability in the South African organisational context (Coetzee et al, 2022b).…”

Section: Career Satisfactionmentioning

confidence: 99%

The positive mutually reinforcing dynamics of career-adaptive attributes in career human agency

Coetzee,

Mbiko

2023

African Journal of Career Development

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Background: Empirical research on career-adaptive attributes that elucidate the dynamic interplay between resources of career self-reactiveness and career self-reflectiveness in career human agency theory (CHAT) is scant. Objectives:The objective of the study was to assess the simultaneous interplay between constructs of career self-reactiveness (career adaptability, psychological capital, career agility) and constructs of career self-reflectiveness (career resilience and career satisfaction). Methods:The cross-sectional canonical correlational design of the study involved a random sample of black African employees (N = 412) in a South African public service government organisation.Results: Adaptive readiness, goal-directed adaptability and career forethought and intentionality in goal achievement emerged as four common synthetic themes that illustrated the mutually reinforcing dynamics among the study variables. Conclusion:The reciprocal associations among the study variables offer promising support for career counselling interventions that apply the CHAT. The findings may guide the use of career assessments for career-adaptive behaviours that help cultivate career human agency. Contribution:The study contributed to career development in the African context by enriching understanding of the role of individuals' adaptive readiness, goal-directed adaptability, career forethought and career intentionality in agentic career goal achievement.

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“…Coetzee (2016a;2016b) conducted an extensive review of the literature and suggested that career pre-occupations might dominate individuals' career experiences during challenging economic conditions and an uncertain labour market. Numerous scholars have raised apprehensions regarding individuals' career pre-occupations, which include ongoing learning and growth, acquiring new skills, balancing work and personal life, flexibility, career progression, adaptation to change, taking initiative in one's career, self-awareness, and building stronger interpersonal and societal relationships (Coetzee et al, 2022;Coetzee & Pauw, 2013;Kwao, 2023;Post et al, 2013;Savickas, 2005).…”

Section: Psychosocial Career Pre-occupationsmentioning

confidence: 99%

Psychological career pre-occupation and social connectedness in Ghanaian education staff’s career management

Ferreira,

Kwao,

Potgieter

2024

South African Journal of Business Management

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Purpose: This study examines the interplay of psychosocial career pre-occupation, social connectedness, and organisational commitment in higher education and offers insights for academia and practitioners. It also explores the impact of gender, job level, and the moderating effect of psychosocial career pre-occupation on employees’ commitment in this sector.Design/methodology/approach: A purposeful sample of 288 senior academic and administrative staff, mostly married males aged 31–40 years, completed the Psychosocial Career Pre-occupation Scale (PCOS), Workplace Friendship Scale (WFS), and Organisational Commitment Scale (OCS).Findings/results: Significant relationships were found among psychosocial career pre-occupation, social connectedness, and organisational commitment in higher education. Moderated analysis revealed predictive roles of gender, job level, and psychosocial career pre-occupation on organisational commitment, and illuminating sector dynamics.Practical implications: For human resource managers and practitioners in Ghana’s public higher education, this study offers insights to boost workforce commitment and engagement, which is vital for national progress.Originality/value: By validating essential elements of career self-management practices, this research extends career construction theory, enriching understanding and fostering professionals’ careers in higher education. It contributes to practical applications and scholarly knowledge by providing a deepening insight into organisational dynamics in this sector.

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Structural validity and measurement invariance of the Psychological Career Resources Inventory Short Form as a predictor of career satisfaction

Cited by 4 publications

References 48 publications

To what extent do career agility and psychological capital activate employees’ career adaptability and foster their career resilience and career satisfaction?

To what extent do career agility and psychological capital activate employees’ career adaptability and foster their career resilience and career satisfaction?

The positive mutually reinforcing dynamics of career-adaptive attributes in career human agency

Psychological career pre-occupation and social connectedness in Ghanaian education staff’s career management

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